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- Volume 36, Issue 2, 2012
South African Journal of Labour Relations - Volume 36, Issue 2, 2012
Volumes & issues
Volume 36, Issue 2, 2012
Author Monica KirstenSource: South African Journal of Labour Relations 36, pp 6 –8 (2012)More Less
This is the second edition of the SAJLR for 2012, and I would like to thank our Editorial Committee, Professors Erasmus, Booysen, Anstey and Horwitz, the respected academics and practitioners in the field who serve on our Reviewers' Panel and all our authors who contributed to this edition for their vision and insightful contributions.
Source: South African Journal of Labour Relations 36, pp 9 –29 (2012)More Less
Organisational energy is described in the literature as a renewable resource that can be viewed as a differentiator between excellent and mediocre performance of organisations. The level of intensity of energy can have a positive or negative effect on employees. The objective of this research was to identify the drivers and inhibitors of productive organisational energy and to determine whether the factors differ across the various levels of employees in an organisation. The nominal group technique was used to conduct qualitative exploratory research in a mining organisation. Fifty-eight employees at three different levels at two coal mines participated in the study. The main enabling factors of productive organisational energy were found to be recognition, job security and management support. The major inhibitors were found to be bureaucracy, lack of discipline and lack of resources. Substantial differences were found between the respondents from the three different levels of employees. The implications of these findings are discussed.
Source: South African Journal of Labour Relations 36, pp 30 –41 (2012)More Less
The progressive labour legislation regime in South Africa still fails to explicitly recognise the rights of working fathers. This paper examines the leave entitlements afforded to fathers in South Africa, benchmarks these against those offered in other countries, assesses whether current provisions meet international obligations endorsed by the South African government, and advocates changes in South African labour legislation. We argue that South African labour legislation requires careful revision in order to support fathers' family care roles.
Source: South African Journal of Labour Relations 36, pp 42 –61 (2012)More Less
The increased number of high-profile cases of senior management failure and leadership misconduct has drawn attention to responsible leadership and leadership with integrity. The purpose of this research was to gain a better understanding of how middle managers experience the impact of senior management practices on their integrity. This study was conducted within the interpretive research paradigm. Sampling was criterion based. In-depth interviews were conducted and the data were analysed using a grounded theory method. The findings indicate that senior managers should engage in two debates with middle managers in the organisation. Firstly, there is the debate about whether a manager is differentiated from other managers when he or she leads with integrity. Secondly, there is the debate that concerns defining integrity and linking it to personal standards and values, as well as aligning these standards and values with the organisational strategy, vision and mission. This research provides a basic framework that can help to create a positive context within which the relationship between senior managers and middle managers can function. This could lead to a decrease in unethical employee activity and to the increasing and effective exercise of integrity.
Source: South African Journal of Labour Relations 36, pp 62 –75 (2012)More Less
Previous studies have established that for some people a typical day at work starts with immense feelings of distress, anxiety and irritability caused by workplace bullying. Not only does bullying behaviour in the workplace have a negative impact on a person's professional life, but it is also detrimental to the effectiveness of the organisation. The study aims to investigate the prevalence and experiences of workplace bullying among employees in a mining company. A survey focusing on the perceived exposure to bullying and victimisation in the workplace was administered to a sample of 159 employees at a mine in Mpumalanga. The results revealed that more than a quarter of the participants reported that they had experienced workplace bullying. The study also found that line managers were exposed to more negative acts than senior managers. While those who only experience a brief spell of bullying behaviour at work survive their experience relatively unscathed, previous studies have indicated that others show significant physical and psychological effects. In conclusion, this study confirms concurrent research that workplace bullying is an actual occurrence, not only internationally but also in South Africa. This article provides an opportunity for employed people to recognise the nature and prevalence of workplace bullying in order to prevent it from becoming a silent epidemic. Employees and employers stand to benefit from gaining an understanding of this unique workplace phenomenon.
Source: South African Journal of Labour Relations 36, pp 76 –90 (2012)More Less
The aim of the research was to investigate the relationship between two positive psychology constructs (namely sense of coherence and self-efficacy) and job performance in a group of 99 recruitment consultants. The study was conducted in the context of the recruitment industry, which is characterised by high levels of competition and stress as a result of sociopolitical and economic factors. No relationships were found overall between sense of coherence, self-efficacy and job performance. However, the comprehensibility component of sense of coherence correlated statistically significantly with overall job performance and two of its dimensions, namely customer service and productivity. Stepwise regression analyses indicated that comprehensibility contributed significantly to variance in total job performance scores, and the addition of meaningfulness to the model further increased variance in total job performance.
Source: South African Journal of Labour Relations 36, pp 91 –112 (2012)More Less
Compensation is a discretionary concept and the determinants of compensation may not necessarily be the same for all organisations.
This article reports on the extent to which a limited number of determinants of compensation identified for this particular study, namely job performance, external equity, job families, tenure and employee skill, determine employee compensation in an organisation.
A purposive sample was drawn for this study. Three small and medium-sized organisations were included in the sample, namely a state-owned organisation in the aviation sector, a parastatal company in the finance development sector and a private company in the banking sector. A categorical multiple regression analysis was conducted.
The findings of this study reflect a greater significance in four of the six variables as strong predictors of employee compensation, namely employee skill, employee performance, job family and job grade. The other predictors, namely external equity and tenure, can be considered to be of marginal significance as predictors of employee compensation. However, the results also seem to indicate that the four strong predictors may be more significant in state-owned and parastatal companies than in private sector companies.